Summary of the semi-annual work of the personnel administration department
1. Summary of work in the first half of the year;
1 Continue to improve the company's various rules and regulations, and further improve the company's standardized operation;
On the basis of the company's original system, the "12-hour work system", "archive management system", "attendance management system", "procurement management system", "model house management system", "employee restaurant management system", The "employee dormitory management system", etc., involves the management system and normative files of people, finances and materials.
1.1 Since the beginning of this year, all the files of the property company have been managed by the Personnel Administration Department, which has realized the registration and management of the file process, ensuring the efficiency of file transfer and strict control of the file flow. And through the unified issuance by the Ministry of Personnel Administration, the internal archives are circulated and the efficiency of timely information transmission.
1.2 In the plan at the beginning of the year, the system and the updated part of the company should be collated and compiled in March. Due to the busy work of various departments, the lack of attention and the completion speed did not reach the expected results. In June, the Human Resources Department of the Group took the lead in compiling the property company system, and put forward new requirements for various departments and positions. At present, the company-level system and operation specifications have been completed. In response to the current problems of poor execution, lack of sense of responsibility, and slow response to business processing, the company launched the "24-hour response system", "community inspection system", "complaint handling process", and "employment etiquette standards". The relevant system of service levels.
Second, personnel management
2.1 Staffing:
With the acceptance of the second phase of acceptance and the intervention of the other city, according to actual needs, the staffing has been adjusted as follows:
2.2 Recruitment;
In the first half of the year, the property company basically completed the recruitment task through newspapers, websites, on-site job fairs, employment agencies and other channels. The situation of personnel changes in the first half of the year is as follows:
Remarks: Due to the end of June, it was not included in the statistics.
2.3 personnel costs
1-5 month person payroll summary
2.31 "12-hour work system for security personnel"
In the case of increasing the second phase of security posts and not increasing the number of posts, the "12-hour work system for security personnel" was implemented, and the salary of the security guards was adjusted. After two months of trials, the security guards were basically able to accept the adjustment, and there was no abnormality in the turnover rate of the department staff. Basically solve the problem of empty posts caused by insufficient personnel, and gradually digest the large amount of overtime accumulated in the second half of last year.
2.32 The paid service commission system increases with the second-phase occupancy rate, and the demand for paid services gradually increases. On the basis of not increasing the number of cleaning personnel, the employees who are scheduled to rest will be provided with paid services, and will be paid to the employees as a salary in accordance with the standard of .... yuan/hour. The goal is to reduce overtime hours, control labor costs, and increase employee motivation.
2.4 Staff Training In the first half of the year, the new employees' coverage of the “Employee Handbook” and the company system training was 100, and the business training conducted by each department was 1-2 times per week. Individual business department managers were organized to participate in the Sunshine team's expansion activities. In April, the staff of the supervisors and above were organized to visit, learn from others' management experience, and find out their own shortcomings. Initially establish employee training files, training course plans and related training materials, etc., the plan will be implemented in the second half of the year. Due to the lack of special management personnel, the training work has been carried out by the department. The content of the training is relatively simple, there is a lack of inter-departmental training in the organization, and no systematic training materials and operational specifications files have been established. This time, the departments have improved the operation manual and established the foundation for the training in the second half of the year.
2.5 Implementation of performance appraisal In January, all of them first tried the “Performance Assessment Method for Security Guards” and formulated the level of security personnel and the corresponding salary and treatment standards. Through performance appraisal, employees are motivated to continuously improve their work level and their own quality, and provide opportunities for promotion and salary adjustment. The performance appraisal departments that have been implemented successively have customer service centers and fleets.
At present, the work of performance appraisal has not been fully covered, and the intensity and effectiveness of promoting performance appraisal have not achieved the effect of truly motivating employees. Analysis of the reasons, there are mainly the following reasons: 1) the work objectives are not clear, and the actual operation specifications have not been established. 2) Managers are highly mobile and management methods are constantly changing. 3) Insufficient process management from establishing performance appraisal standards to appraisal results. 4) Employees have limited understanding and recognition of performance appraisal.
Third, administrative management
3.1 staff restaurant
3.11 Facing the staff's restaurant with more concentrated opinions from employees, after many opinions and surveys, the taste of most employees was determined. According to the needs of different departments and employees' opinions in food hygiene, serving size, dishes and meal time. Adjustments were made. At present, employee satisfaction has basically reached 95 or above.
3.12 In the employee's restaurant revenue and expenditure report in May, the realized meal cost includes restaurant electricity fee, monthly personnel expense monthly tool, material purchase cost, summer herbal tea twice, sugar water, all expenses on the basis of employee satisfaction. Reasonably reduce costs.
3.2 Warehouse Management
3.21 Through the formulation of the “Material Acceptance System” and “Purchasing Management System”, we first strictly control the quality of materials from the inspection and acceptance of materials, and increase the links that are assisted by the business departments to reduce the occurrence of non-conforming products. Secondly, increase the management responsibility of the warehouse for materials, compare the price and quality of the purchased materials with the historical price and the quality of the original materials, strictly check them, and return them to the unqualified ones.
3.22 In order to cooperate with the Finance Department in the cost allocation work, the use of engineering materials in the monthly inventory table makes it clear that each material is clearly listed where it is used.
3.24 Increased the management of the model house items, the Joint Materials Department conducted a thorough check, and counted the loss, wrong account, damage and other conditions. In the relocation of several model houses, the warehouse involved in the packaging, inventory, handover, storage and other work of the items, to make up for the incomplete phenomenon of the list of items in the previous model house. In the asset inventory jointly conducted by the Group's finance department in the first half of the year, the administrative and engineering warehouses were all in line with the goods.
3.3 fleet management
3.31 According to the main reasons and problems of the complaints of the team in the first half of the year, the “Regulations on the Reward and Punishment of Drivers” was formulated, which was evaluated in the form of quarters and the Safe Driving Award was launched. The driver who lodged a complaint with the owner is punished, and the driver himself explains and apologizes to the owner to improve the driver's attention to the service specification.
3.32 In the first half of the year, there was gradually a demand from the owners for paid car service, including renting a car and renting a driver. In order to standardize the operation, a paid service standard has been formulated, which meets the needs of the owner and generates revenue for the service without affecting normal operation.
3.4 Purchasing Management In the procurement work in the first half of the year, we improved the planning of procurement, basically completed the procurement work of various departments, and timely verified the price. Openly learn the commodity knowledge from the business department. In the procurement of large quantities of uncertain quality prices, the head of the joint business department and the materials department will go to the procurement market to determine the quality and price standards. The first half of the engineering material supplier evaluation was completed, and according to the recommendation of the business department, a new material supplier was adopted, which was reduced in price.
3.5 Model House Management Since January, the Personnel Administration Department has officially taken over the model house. On the basis of the original operation of the cleaning group, the “Model House Management System” and the sanitation and hygiene standards have been re-established, and the staff of the model room are cleaned according to the cleaning standards. Comprehensive training was carried out to implement the responsibility for the preservation of the model house items to individuals. After taking over for half a year, only two small decorative objects were lost. Actively communicate with the marketing department, ask questions about the improvement of the model house, adjust it in time, and actively cooperate.
1 Continue to improve the company's various rules and regulations, and further improve the company's standardized operation;
On the basis of the company's original system, the "12-hour work system", "archive management system", "attendance management system", "procurement management system", "model house management system", "employee restaurant management system", The "employee dormitory management system", etc., involves the management system and normative files of people, finances and materials.
1.1 Since the beginning of this year, all the files of the property company have been managed by the Personnel Administration Department, which has realized the registration and management of the file process, ensuring the efficiency of file transfer and strict control of the file flow. And through the unified issuance by the Ministry of Personnel Administration, the internal archives are circulated and the efficiency of timely information transmission.
1.2 In the plan at the beginning of the year, the system and the updated part of the company should be collated and compiled in March. Due to the busy work of various departments, the lack of attention and the completion speed did not reach the expected results. In June, the Human Resources Department of the Group took the lead in compiling the property company system, and put forward new requirements for various departments and positions. At present, the company-level system and operation specifications have been completed. In response to the current problems of poor execution, lack of sense of responsibility, and slow response to business processing, the company launched the "24-hour response system", "community inspection system", "complaint handling process", and "employment etiquette standards". The relevant system of service levels.
Second, personnel management
2.1 Staffing:
With the acceptance of the second phase of acceptance and the intervention of the other city, according to actual needs, the staffing has been adjusted as follows:
2.2 Recruitment;
In the first half of the year, the property company basically completed the recruitment task through newspapers, websites, on-site job fairs, employment agencies and other channels. The situation of personnel changes in the first half of the year is as follows:
Remarks: Due to the end of June, it was not included in the statistics.
2.3 personnel costs
1-5 month person payroll summary
2.31 "12-hour work system for security personnel"
In the case of increasing the second phase of security posts and not increasing the number of posts, the "12-hour work system for security personnel" was implemented, and the salary of the security guards was adjusted. After two months of trials, the security guards were basically able to accept the adjustment, and there was no abnormality in the turnover rate of the department staff. Basically solve the problem of empty posts caused by insufficient personnel, and gradually digest the large amount of overtime accumulated in the second half of last year.
2.32 The paid service commission system increases with the second-phase occupancy rate, and the demand for paid services gradually increases. On the basis of not increasing the number of cleaning personnel, the employees who are scheduled to rest will be provided with paid services, and will be paid to the employees as a salary in accordance with the standard of .... yuan/hour. The goal is to reduce overtime hours, control labor costs, and increase employee motivation.
2.4 Staff Training In the first half of the year, the new employees' coverage of the “Employee Handbook” and the company system training was 100, and the business training conducted by each department was 1-2 times per week. Individual business department managers were organized to participate in the Sunshine team's expansion activities. In April, the staff of the supervisors and above were organized to visit, learn from others' management experience, and find out their own shortcomings. Initially establish employee training files, training course plans and related training materials, etc., the plan will be implemented in the second half of the year. Due to the lack of special management personnel, the training work has been carried out by the department. The content of the training is relatively simple, there is a lack of inter-departmental training in the organization, and no systematic training materials and operational specifications files have been established. This time, the departments have improved the operation manual and established the foundation for the training in the second half of the year.
2.5 Implementation of performance appraisal In January, all of them first tried the “Performance Assessment Method for Security Guards” and formulated the level of security personnel and the corresponding salary and treatment standards. Through performance appraisal, employees are motivated to continuously improve their work level and their own quality, and provide opportunities for promotion and salary adjustment. The performance appraisal departments that have been implemented successively have customer service centers and fleets.
At present, the work of performance appraisal has not been fully covered, and the intensity and effectiveness of promoting performance appraisal have not achieved the effect of truly motivating employees. Analysis of the reasons, there are mainly the following reasons: 1) the work objectives are not clear, and the actual operation specifications have not been established. 2) Managers are highly mobile and management methods are constantly changing. 3) Insufficient process management from establishing performance appraisal standards to appraisal results. 4) Employees have limited understanding and recognition of performance appraisal.
Third, administrative management
3.1 staff restaurant
3.11 Facing the staff's restaurant with more concentrated opinions from employees, after many opinions and surveys, the taste of most employees was determined. According to the needs of different departments and employees' opinions in food hygiene, serving size, dishes and meal time. Adjustments were made. At present, employee satisfaction has basically reached 95 or above.
3.12 In the employee's restaurant revenue and expenditure report in May, the realized meal cost includes restaurant electricity fee, monthly personnel expense monthly tool, material purchase cost, summer herbal tea twice, sugar water, all expenses on the basis of employee satisfaction. Reasonably reduce costs.
3.2 Warehouse Management
3.21 Through the formulation of the “Material Acceptance System” and “Purchasing Management System”, we first strictly control the quality of materials from the inspection and acceptance of materials, and increase the links that are assisted by the business departments to reduce the occurrence of non-conforming products. Secondly, increase the management responsibility of the warehouse for materials, compare the price and quality of the purchased materials with the historical price and the quality of the original materials, strictly check them, and return them to the unqualified ones.
3.22 In order to cooperate with the Finance Department in the cost allocation work, the use of engineering materials in the monthly inventory table makes it clear that each material is clearly listed where it is used.
3.24 Increased the management of the model house items, the Joint Materials Department conducted a thorough check, and counted the loss, wrong account, damage and other conditions. In the relocation of several model houses, the warehouse involved in the packaging, inventory, handover, storage and other work of the items, to make up for the incomplete phenomenon of the list of items in the previous model house. In the asset inventory jointly conducted by the Group's finance department in the first half of the year, the administrative and engineering warehouses were all in line with the goods.
3.3 fleet management
3.31 According to the main reasons and problems of the complaints of the team in the first half of the year, the “Regulations on the Reward and Punishment of Drivers” was formulated, which was evaluated in the form of quarters and the Safe Driving Award was launched. The driver who lodged a complaint with the owner is punished, and the driver himself explains and apologizes to the owner to improve the driver's attention to the service specification.
3.32 In the first half of the year, there was gradually a demand from the owners for paid car service, including renting a car and renting a driver. In order to standardize the operation, a paid service standard has been formulated, which meets the needs of the owner and generates revenue for the service without affecting normal operation.
3.4 Purchasing Management In the procurement work in the first half of the year, we improved the planning of procurement, basically completed the procurement work of various departments, and timely verified the price. Openly learn the commodity knowledge from the business department. In the procurement of large quantities of uncertain quality prices, the head of the joint business department and the materials department will go to the procurement market to determine the quality and price standards. The first half of the engineering material supplier evaluation was completed, and according to the recommendation of the business department, a new material supplier was adopted, which was reduced in price.
3.5 Model House Management Since January, the Personnel Administration Department has officially taken over the model house. On the basis of the original operation of the cleaning group, the “Model House Management System” and the sanitation and hygiene standards have been re-established, and the staff of the model room are cleaned according to the cleaning standards. Comprehensive training was carried out to implement the responsibility for the preservation of the model house items to individuals. After taking over for half a year, only two small decorative objects were lost. Actively communicate with the marketing department, ask questions about the improvement of the model house, adjust it in time, and actively cooperate.
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